Finance role
Fund Accounting Manager Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Hire a Fund Accounting Manager who audits your internal complex reporting structures and validates third-party outputs daily.
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
- Fund Accounting Supervisor
- No upfront fee
- Pay only if you hire
- Accounting, finance, banking and insurance
- We reach people who aren’t on job boards
- Replacement terms on standard searches
01
What does this hire really come down to?
Your firm needs a gatekeeper who inspects the work of your outsourced fund administrators. Instead of a coordinator who forwards emails, you need someone who calculates waterfall distributions, verifies capital calls, and finds errors before investors review the statements.
This role creates visibility into multi-entity consolidation and tax coordination. You need a person who converts raw financial data into clear reports for partners and board members. If your current staff cannot explain a capital account movement, you lack internal control.
How does the candidate approach building audit standards and managing financial outcomes compared to their current process for handling repetitive fund accounting tasks? We look for people in high-volume environments who reconcile inter-company transactions and identify errors in management fee calculations. We find those who challenge administrator inputs rather than accepting them as correct. You need someone who explains ledger activity to non-technical partners without jargon. This hire sits between your investment team and your service providers, filtering financial outputs for accuracy. We test candidates on how they handle audit consolidation requirements and resolve discrepancies during annual fieldwork. This person tracks tax liabilities and investor correspondence to prevent inaccuracies in capital calls.
02
What do we check before you see anyone?
- 01We verify their practical history with ASC 946 standards, requiring they explain how they manage fund cycles without constant reliance on third-party administrator instruction.
- 02We drill into their history with waterfall modeling, checking that they manually calculate figures rather than just inputting data into a spreadsheet template.
- 03We assess their oversight of ILPA reporting, looking for a process to keep financial disclosures within institutional requirements for transparency.
- 04We evaluate their familiarity with multi-entity consolidation, testing their ability to resolve inter-company discrepancies before auditors begin annual fieldwork.
- 05We confirm their technical agility with ERP systems, checking for projects where they moved data from legacy spreadsheets to automated infrastructure.
- 06We gauge their internal communication style, requiring they explain complex technical shifts to high-net-worth partners without using abstract jargon.
03
Where do we find them?
We contact professionals who work inside independent fund administrators or specialized audit firms. These roles require high output and constant compliance, giving them a broad toolkit to handle your specific portfolio needs. These individuals are often buried under administrative cycles in high-volume shops.
These experts seek new roles when they reach a ceiling. They want to move away from the service provider perspective toward owning the lifecycle of a fund. We identify these people through private conversations about their technical ambitions. They move because they want time to investigate data errors rather than rushing to meet service level agreement deadlines. We target those managing multiple fund structures concurrently in private equity or credit. They want a role where they influence reporting from start to finish.
04
Which hiring mistakes should you watch for?
- 01Hiring based on titles like manager or supervisor without confirming hands-on experience with specific waterfall distribution models.
- 02Assuming an auditor will grasp the nuances of family office reporting without vetting their history of internal audit control management.
- 03Neglecting to test the ability to explain financial discrepancies to non-technical partners, which forces them to rely on others during investment committee meetings.
- 04Hiring someone who spent their career within one firm and lacks exposure to different fund structures.
- 05Overlooking the history of data reconciliation, which leads to hiring a person who prepares a report but cannot find an error in the ledger.
- 06Failing to determine if the candidate has managed a software transition or data cleanup project, which is required to bring internal accounting up to speed.
05
The search in three steps
- 01First, we perform a diagnostic of your current accounting bottlenecks, focusing on where your team feels the most risk regarding NAV accuracy.
- 02Second, we conduct headhunts of specific technical profiles, moving away from public job boards to target individuals who are already producing the standard you require.
- 03Third, we conduct direct interviews that probe the candidate’s history of error detection, focusing on their specific technical logic rather than rehearsed responses.
How your Fund Accounting Manager search runs
How does The Six-Step Search work?
One sequence, from a well-defined seat to a shortlist you can judge.
Search Calibration
We start with a call about the seat, the books, the owners and the people the hire will work with. We learn what the role must fix in the first year and what would make a candidate wrong even if the resume looks right.
You get: A written search brief: scope, must-haves, deal-breakers and the pay range, agreed with you.
Market Mapping
We map the companies and institutions where the right people already work: similar size, similar ownership, similar complexity, in your market and in others.
You get: The target list of companies and institutions we will search, reviewed with you before outreach.
Professional Contact Intelligence
We find direct ways to reach the people on the map. Most are employed and not reading job boards, so reaching them takes real research.
You get: Direct routes to people who are not on job boards, researched for your search.
Persistent Personalized Outreach
We call and write to people individually and follow up. Interest varies, so we discuss the actual opportunity rather than promising a particular response.
You get: One-to-one conversations about your actual role, followed up, never a mass email blast.
Live Candidate Qualification
We speak with every candidate before you do. We check scope, systems, reporting lines, compensation expectations, location and why they would move.
You get: Only candidates we have spoken with, checked on scope, systems, pay, location and motive.
Candidate Intelligence and Process Support
You receive a short written brief on each finalist covering what they have done, where they are thin and what they want. Then we help with interviews, references and the offer.
You get: A short written brief on each finalist, plus help with interviews, references, counteroffer risk and the offer.
Questions people ask
What is the expected timeframe for generating a qualified shortlist?
We prioritize accurate screening to verify every candidate is technically qualified. We require a short period of initial research before presenting the first set of vetted individuals.
Can you find someone with the right manager-level skills even if their current title differs?
We prioritize technical responsibilities over job titles. A candidate might be listed as a supervisor elsewhere but possess the exact skills required for your specific investment structure.
How do you guarantee the search process remains discrete from our current partners?
We manage the search by agreeing on a disclosure protocol before outreach begins. We share your firm's identity only when we reach candidates who show actual technical fit.
At what point is the recruitment fee triggered?
The fee is triggered upon your successful hire. All specific compensation terms appear in our signed recruiting contract.
Do you have a service for filling short-term or seasonal gaps?
Our primary focus is permanent placement. If you have an immediate interim or fractional leadership need, please direct your inquiry to our sister firm, Interim Executives.
What about counteroffers on a Fund Accounting Manager hire?
We ask every Fund Accounting Manager candidate early why they would move and what their employer might do to keep them. Counteroffer risk goes in the written brief before you make an offer.
What don't you do?
We do not post your Fund Accounting Manager job and forward whoever applies. We do not send stacks of unscreened resumes, and we do not recruit outside accounting, finance, banking and insurance.
Start a search
Tell us about the seat.
No upfront fee. You pay only if you hire.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
Not ready to start a search?
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What does the published pay data show?
$166,570 national annual median. SOC 11-3031: Financial Managers.
BLS reports Fund Accounting Manager within a broader occupation. It does not publish separate wages for this exact title, credentials, seniority or industry. Compare the listed SOC duties with your actual role before using this range.
Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2025. Released 2026-05-15. This is not a separately measured salary for this exact title.
Read the full salary guide